Hi Everyone,
Kindly let me know what can be done for the employee leaving the job without info (employee under Probation), company has the policy for the confirmed employee that they have to serve notice period of 2 month. But we don’t have such rules for the employee under probation.
I am facing this problem, and I want to stop the same,
Pls help me in formatting this clause in the Appointment Letter.
Waiting for expert's advice.
Anita
From India, Bangalore
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2Kindly let me know what can be done for the employee leaving the job without info (employee under Probation), company has the policy for the confirmed employee that they have to serve notice period of 2 month. But we don’t have such rules for the employee under probation.
I am facing this problem, and I want to stop the same,
Pls help me in formatting this clause in the Appointment Letter.
Waiting for expert's advice.
Anita
From India, Bangalore
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hi In our company we have the terms of 15 days notice period for the probation. you can also apply for this 15 days notice period. Anu
From India, Delhi
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From India, Delhi
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There is nothing such provisions in the Act. But we can make our own rules and bring it in appointment letters. Regards, Devender Kr. Sharma
From India, Delhi
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From India, Delhi
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Hi,
To address this issue, we have implemented a rule. If an employee leaves the job during the probationary period, they will not receive the salary for the current month. For example, let's say employee X earns a monthly salary of $10,000. If X resigns on the 15th of the month, they will not be paid for the 15 days worked (i.e., $5,000), and they will also need to repay the remaining 15 days' salary (another $5,000). They will only be eligible for release once they have settled this amount.
I believe this approach will be beneficial. Please give it a try.
Best of luck.
From India, New Delhi
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To address this issue, we have implemented a rule. If an employee leaves the job during the probationary period, they will not receive the salary for the current month. For example, let's say employee X earns a monthly salary of $10,000. If X resigns on the 15th of the month, they will not be paid for the 15 days worked (i.e., $5,000), and they will also need to repay the remaining 15 days' salary (another $5,000). They will only be eligible for release once they have settled this amount.
I believe this approach will be beneficial. Please give it a try.
Best of luck.
From India, New Delhi
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Appointment Letter to an Employee for fixed period.doc